Influence of Strategic Human Resource Planning

Strategic human resource planning is critical in any organization that desires long term success in that managers have to understand the requirements for human resources in the organization in order to plan effectively for long term operations. Efficient human resources planning in any organization is beneficial to the internal as well as the external operation contexts.

In the internal environment, strategic human resources planning can help an organization to achieve various feats such as impression and retention of employees, handling grievances and management of staff strikes. In particular, having a well planned and managed human resources department enables an organization to be capable of handling negotiations with employee union bodies which advocate for effective collective bargains. This is because through strategic planning of human resources, organizations’ managements get to comprehend the expectations from workers’ unions and their implications on the work environment (Sharma, 2009).

Besides this, achieving equality in the workplace is also made easier through strategic human resources planning due to the need for equality especially in issues of remuneration post recruitment. Strategic human resources planning can help organizations manage the issue of equality between workers while also fostering the development of corporate skills within the organization. It is essential for workers to focus on the organization and to be patient where changes abound.

Achieving corporate skills is only possible where effective human resources management is in existence (Deb, 2006). Other internal advantages associated with strategic human resources planning include the achievement of summative management of quality, achievement of objective based performance appraisals, and strengthening of team building. Team building does not occur separate from effective strategic planning since the process of strategic planning itself is an art of team building.

In the external realm, factors such as globalization affect the organizational operations with respect to human resources management. Because of globalization, companies need to expand internationally making human resource roles, particularly at the top levels to be demanding. In order to reduce the complexity of human resource roles in the international context, strategic human resource planning enables companies to view the industry not in the multi-dimensional international context but within the context of role play, which makes every challenge surmountable.

In addition to this, HR planning in a strategic manner helps managers to address issues of shortage of global managers, need for a high supply of   unskilled and cheap labor and higher flexibility and swiftness in the learning process. This can however be achieved through training of workers (Malik & Aminu, 2011).

Apart from globalization, other external factors that surface in human resources management include technology, economic conditions and work force changes. The technology forces organizations to adapt to the changes in business boundaries imposed by distance. The changes based on technology advancements make it necessary to speed up any process involving decision making. This makes it critical for strategic human resources planning to include training of the work force and sharing of integrated knowledge. According to Hoogervorst et al (2002), an organization can only achieve its goal if the appropriate work fit is achieved through strategic HR planning.

Cyclical economic periods have also resulted in the need for organizations to maintain a vision above the competitors since there is no longer sufficient room for shortsightedness in business operations. Moreover, strategic planning also helps to maintain success despite the changing work environment such as increase in the number of women workers and increase in pressure within organizations towards the achievement of compensation equality and other factors.

 

 

References

Deb, T. (2006). Strategic Approach to Human Resource Management: Concept, Tool & Application. New Delhi: Atlantic.

Hoogervorst, J. P., Koopman, P. L., & van der Flier, H. (2002). Human resource strategy for the new ICT-driven business context. International Journal Of Human Resource Management, 13(8), 1245-1265.

Malik, N., & Aminu, M. (2011). The Role of Human Resource in New Globalized World. Interdisciplinary Journal Of Contemporary Research In Business, 2(11), 318-330.

Sharma, S. K. (2009). Human Resource Management: A Strategic Approach to Employment: A strategic Approach to Employment. New Delhi: Global India Publications.

 

 

 

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